Edinburgh City Football Club
Equality, Diversity & Inclusion Policy
The purpose of this Equality, Diversity and Inclusion policy is to ensure that Edinburgh City Football Club complies with the requirements and principles of The Equality Act 2010 and Part 2, Section 8.19 of the Scottish FA’s National Club Licensing criteria in relation to Diversity and Inclusion. This policy will be applied fairly, equally and consistently to all persons, irrespective of age, disability, sex, gender reassignment, marriage or civil partnership status, pregnancy or maternity, race, religion or belief, or sexual orientation (known collectively as the protected characteristics). This policy is applicable to all staff (paid and unpaid) of Edinburgh City Football Club and all other persons who are involved in a professional or commercial capacity with the Club.
Principles of Policy
Edinburgh City Football Club is an equal opportunities Club and is committed to addressing inequalities, promoting diversity and preventing discrimination. The Club also shares the overall vision of Football Unites; The Scottish FA’s Equality Framework for “Scottish football to be representative and reflective of the demographic of Scotland at all levels”.
Equality of opportunity at Edinburgh City Football Club means that in all our activities we will not discriminate or in any way treat anyone less favourably on grounds of age, disability, sex, gender reassignment, marriage or civil partnership status, pregnancy or maternity, race, religion or belief, or sexual orientation. Furthermore, the Club will adopt a zero tolerance approach to harassment and unfair treatment and will work to ensure that any such behaviour is met with appropriate action. The Club also operates in partnership with Spartans Community Football Academy and Police Scotland in respect of all aspects of crowd management and behaviour at Ainslie Park Stadium and the prevention of, or response to, discriminatory behaviour and/or harassment is constantly addressed.
The Club has published this policy on its website and will seek to influence commercial partners, suppliers and others in the wider football community by sharing its commitment to address inequality, promote diversity and prevent discrimination. Among examples of work undertaken to date by the Club in this policy area are its support for Stonewall’s Rainbow Laces campaign and Show Racism The Red Card’s Fortnight of Action 2020 along with the establishment of a Women’s team which participates in the Scottish Women’s Football Championship South. The Club has also set responsibility for this policy at Board level and the development of activities aimed at addressing inequalities, promoting diversity and preventing discrimination is included in the Chairman’s job description.
Where a person has reason to complain to the Club about discriminatory behaviour, harassment or unfair treatment the matter will be responded to and investigated in accordance with the Customer Charter. Edinburgh City Football Club can be contacted at E: firstname.lastname@example.org or T: 0845 463 1932.
An intervention appropriate to the circumstances may be implemented on a matchday through direct contact with a Club steward. Outside a matchday, a more considered and methodical approach will be adopted, as any such investigation will require detailed research and evidence-gathering. While the timescales to complete the Club’s response may be significantly greater any investigation will always be completed as quickly as possible in order to maintain confidence in the complaints process. At the culmination of any such investigation, information may be forwarded to Police Scotland for their attention if it is considered relevant.
Any internal Club complaint should be reported to the Chairman and will be investigated in accordance with the Club’s existing HR policies. The complainant’s identity will be protected using the Club’s internal complaints and discipline procedure.
This policy will be reviewed and updated annually by the Club and more frequently if required. The Chairman will ensure this document is available to all Club staff.
Version 1 – 21/12/2020 – Draft policy for adoption by Board
Version 2 – 05/07/2021 – Final policy agreed by Board and published on Club website